Toronto, ON — TemboSocial Inc. announced today that it has been awarded the Skyhigh CloudTrustTM Rating of enterprise-ready for its suite of social software applications: TemboSocial Polls, TemboSocial Comments, TemboSocial Ideas and TemboSocial Recognition. Skyhigh Enterprise-Ready cloud services fully satisfy the most stringent requirements for data protection, identity verification, service security, business practices, and legal protection.

“It is always exciting to build new products and features for your customers, but if your foundation is not rooted in data security, then you are doing yourself and your customers a great disservice,” says Steven Green, President at TemboSocial.

In the study the subjects were asked on a scale of 1 to 5 to identify if they would prefer to eat their favorite food, engage their favorite sexual activity, or experience their favorite self esteem builder, such as getting a good grade or receiving a compliment.

The questionnaire had two parts. The first part listed how much they liked each of the activities and the second part asked how much they wanted each activity. It wasn’t surprising that all of the activities were liked, but wanting to receive a compliment or good grade was the most wanted desire.

The researchers conclude that we may have created a generation of potential narcissists that may have strong inclinations towards addictions. From the comments on the New York Times article, many find the researcher’s conclusions to be unnecessarily alarming and inconclusive. It may be that I'm an optimist but I believe the study is encouraging because the students are less driven by money, gluttony or hedonistic pleasure.

The lasting impact positively or negatively on society is for others much more qualified to answer. What I am most interested in, is how this will impact the workforce. Some have suggested that by the year 2014, the Millennials will make up 50% of the workforce.

I believe the study suggests that you could build an organizational culture of “Thank You” and recognition that is not directly tied to prizes and money.

How will your organizations recruit, train, manage, develop and motivate workers that seek praise, recognition and visibility? Will your current benefits and compensation structures, performance appraisals and rewards and recognition programs need to be redesigned?

There are a lot of “7 habits” and “5 elements” posts out there. I suspect that we are all trying to channel the success of the late Steven Covey and his 7 Habits of Highly Effective People. So consider this post a round-up of some of the best ideas for moving your social business forward.

What do you do when a crisis emerges? Chances are that you spring into action and handle the situation. But not so fast - if you were to look closely at your course of action you might notice some steps at the beginning that you didn’t even know you were taking. The earliest stages of handling a crisis or solving a problem are often overlooked by organizations.

Picture a SWAT team going from room-to-room in a dangerous hostage situation. When the “point man” enters a room she needs to be confident that her flankers will cover her if a threat emerges. Likewise the first flanker into the room needs to know that the point man has done a thorough scan of the room and eliminated potential threats.

Without a high degree of trust, a crisis entry would break down. Team-members second-guess the situation. They start looking out for themselves instead of their teammates, meaning they are no longer playing their assigned role. The entire team can quickly lose control of the situation.

Get everyone in the same room and we’ll get better results. Right? Well, maybe not. For one thing, when everyone is all in one room you have to take turns sharing. And while you’re waiting your turn you might decide your idea is stupid, or obvious, or simply not relevant to the course the conversation took while you were waiting.

Think outside the box, color outside the lines, bend the rules - when we talk about creativity and the divergent thinking that if often takes to move innovation forward we start thinking about a mindset that needs to be free to roam.

We’ve all had a boss who insists “I don’t want to hear about problems. I want solutions.” From a management perspective this makes perfect sense. You can’t make a decision about a course of action when all you have are problems.

The downside of this approach is that it rewards quick results over deep thinking. If the boss wants solutions, that’s what she’ll get. What the company won’t get is the best thinking employees have to offer.

The Harder You Work, the Worse Things Get

You know that there are great minds at work all through your organization. You also know that powerful tools like TemboSocial Ideas you can help you cast a wide net and collect the best thinking from all through the business. But one thing to keep in mind when enlisting the crowd to generate fresh new ideas - it all starts with a team.

The crowd can be one of your best resources for idea generation, but the crowd isn’t so good at making decisions or taking action. For this you need a team of innovators who can recognize the best ideas from the crowd and knows how to move forward to the next step.

You wouldn’t dream of running your business without productivity goals, standards or key performance indicators. Yet when it comes to the early stages of innovation - brainstorming and idea generation in particular - a lot of business leaders don’t know what to do. They give their staff a bunch of whiteboards, ping pong tables and bean bag chairs and hope for the best.

Building a culture of innovation isn’t magic. While the creative process is sometimes mysterious there are definitely things you can do to manage the process and promote better outcomes. Perhaps the most important thing you can do is to provide the right kind of employee recognition for employees on your creative teams.